Staff And Career Development
Ability to address learning, training, and career development needs of individuals, teams, or organization.
Describes career development concepts.
Documents own and team's developmental needs.
Explains organizational policies, practices and resources for staff development.
Accesses organization's career development and learning resources.
Develops learning program for closing own short- and long-term competency gaps.
Clarifies own career aspirations.
Adjusts development plans to better serve business needs.
Determines individual and team competency requirements, vulnerabilities, and learning needs.
Seeks opportunities that meet developmental needs of self or associates.
Establishes business-driven development plans for individuals, teams, or departments.
Determines, plans, and budgets for long-term learning and developmental needs.
Identifies mission-critical competency areas needed to meet business unit objectives.
Supports and helps arrange rotational assignments within and between teams.
Ensures associates understand shared ownership of their development needs and plans.
Evaluates completed development in light of its contribution to achievement of business goals.
Ensures staff development is in line with strategic organizational and departmental objectives.
Champions staff development programs and initiatives in general.
Anticipates changing demands for competencies in synch with changing business need.
Encourages, monitors, and funds development plans that meet the strategic goals.
Ensures development of critical competencies, particularly in strategic areas.
Monitors industry for fresh ideas and methods concerning staff development.
- How have you helped others develop a career plan as well as accomplish it?
- What would you do if an employee was not developing new skills or following the career plan you had helped make?
- Tell me about a time where an employee's business-driven development plan was conflicting with his or her personal-driven plan and how you resolved this.
- How did your organization conduct training need analysis? How often? By whom?